I ntroduction This guideline has been prepared to help all the stakeholders, specifically members of the Management and Workplace Managers, to understand the skills and techniques required during the process of Recruitment & Selection. It would also serve as reference material to be used during various recruitment activities at different times in the Head Office and the Mills of the Tata Group of Companies. Making correct Recruitment & Selection decisions is critical to any Manager, as it leads to ensure hiring of appropriate candidates with the required knowledge, skills, attitudes, and achievements of the job. It is also necessary for all stakeholders in the process to actively participate in this process as the success of any department and its Manager depends on the people in the team. Recruitment must be viewed as a long-term investment, as hiring the “right” person results in lower staffing costs and reduces employee turnover, leading to improved individual performance and maximum use of individual experience and expertise. The process of Recruitment & Selection is dependent on many factors, such as, interviewing skills, employee testing, interviewing, selecting and hiring the best. The HR Department has the responsibility to facilitate all stakeholders in understanding the importance of this process and provide the necessary support and assistance to all Managers for Page 3 of 34

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The Recruitment Process Position vacancies occur either due to employee resignation or expansion of work, which lead to hiring additional people. It is perceived that a generic process of Recruitment & Selection consists of the following activities: 1. Identifying a vacancy 2. Reviewing the need for a replacement 3. Updating the position profile 4. Advertising or ask an agency to identify suitable candidates 5. Interviewing 6. Assessing and comparing candidates 7. Appointing However, many times a combination of steps mentioned above, especially steps 2 and steps 4 are ignored by Managers, leading to incorrect assessment and insufficient number of good candidates to select from, for a single position. At the Tata Group, the HR Department maintains Position Profiles (HRF-002-002) for all levels and designations at the Head Office and the Mills, which provide the necessary position specific information that must be used for identification and comparison whenever a vacancy exists. Newly created positions are also formally adopted in the organisation, after their relevant

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